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Author: Marisa Kacary
Before delving into more detail about the key talent types, I want to start the first blog in our three-part series by introducing the three pillars of Pontoon’s Total Talent approach.
One of the big challenges for organizations is how to generate maximum ROI for their talent strategy. This is rendered more difficult by the fact that responsibility between HR and procurement is often divided by the type of hire and not by process. And with hiring managers often using different attraction strategies, what you’ve got is a very disparate and disjointed approach across the enterprise.
Total Talent – a unified approach
So, why total talent? Authors Arkadev Basak and Vishal Gupta refer to it as a “holistic approach that takes a combined view of all categories of talent and talent alternatives” in a 2017 Everest Group report produced in partnership with Pontoon.
Adopting a combined view of all talent types allows organizations to have full visibility over the complete contingent and permanent talent markets, both internal and external. It allows for smarter hiring decisions, as resources are allocated in a more optimal way, leading to efficiencies in terms of time, cost and most importantly, the quality of hires.
That’s all well and good but for this approach to be effective, and for organizations to achieve their business objectives, they must focus on three key elements. Let me take you through each in turn.
The goal for any business is to pinpoint cost savings and increase efficiencies with a view to improving the quality of hires. This is the holy grail of any effective talent strategy. To achieve this desired state, a successful talent strategy must be aligned to the organization’s business objectives. From the executive team down to individual hiring managers, everyone must be committed and fully bought in to the identification, development and retention of talent.
Having a full picture of the current state of talent enterprise wide, hiring managers can see which skills they can tap into across all channels. They will therefore be able to make more informed hiring decisions, ensuring they get the right people at the right time and as cost effectively as possible. For example, you might identify some roles that could be filled easily by contingent rather than permanent hires. “The whole is greater than the sum of the parts,” as Aristotle famously said.
Once you identify the right people, you need to be able to capture or attract that talent. Partnering with a trusted industry expert enables organizations to fully leverage their digital and workforce channels. With optimized processes, best-in-class blended technologies and the right supplier relationships, your organization will have the market insights to help it significantly increase the quality of incoming talent.
So there you have it, our three pillars of Total Talent and the benefits from deploying a harmonized, flexible and transparent talent strategy. We believe that organizations should make this a strategic imperative.
It’s recruitment, as it should be.
In our next blog posts, we’ll be exploring our integrated approach to talent acquisition further by examining the key components within. If you have any questions or comments, I’d be delighted to answer them.
To learn more about Pontoon’s total talent solutions, click here.
You can also download the 2017 Everest Group report.